UZBEKISTAN  ·  EMPLOYMENT & LABOUR LAW

Employment Contracts in Uzbekistan

Bond Stone drafts, reviews, and advises on employment contracts in Uzbekistan — covering mandatory Labour Code provisions, the requirements of the new Labour Code in force since 30 April 2023, fixed-term and indefinite contracts, remote work agreements, probationary periods, and compliant termination grounds — for international employers and foreign-invested enterprises.

Primary authority: Labour Code of the Republic of Uzbekistan, approved by Law No. ZRU-798 dated 28 October 2022 (in force 30 April 2023). Authority: lex.uz

Uzbekistan — Market Context 2025

22,000+

Foreign-invested enterprises at 1 October 2026 — all subject to Uzbek Labour Code

2023

New Labour Code in force from 30 April 2023

7.7%

GDP growth 2025

USD 43B

Investment in 2025

Key Employment Contract Provisions

Mandatory content

Article 104 of the Labour Code requires: place of work, work function, start date, pay terms, the term and its grounds for a fixed-term contract, and working time and rest where they differ from the general regime, among others. A remote work contract has further required terms (Art. 456).

Fixed-term contracts

A fixed-term contract may run for at most three years (Labour Code, Art. 110). The Code lists when one must be used, such as replacing an absent employee, temporary work up to two months, seasonal work, and foreign nationals working lawfully in Uzbekistan (Art. 112), and when the parties may agree one, including for heads of organisations, their deputies and chief accountants (Art. 113). A contract with no stated term is indefinite.

Remote work

The Labour Code has a dedicated remote work chapter (Arts. 453 to 464). The contract must add to the Article 104 terms the remote work schedule, how work tasks and results are exchanged, any alternation with on-site work, and the provision and repair of equipment and means of communication (Art. 456). Bond Stone drafts compliant remote work agreements for employers with Uzbek remote workers.

Electronic employment records

The employment record book may be on paper or electronic. The electronic book is kept in the Single National Labour System, and the employer must enter hiring, permanent transfer and termination (Labour Code, Art. 125).

Experience

Bond Stone has advised international employers on employment mandates in Uzbekistan. Client confidentiality is maintained across all matters.

Employment · Uzbekistan · Manufacturing

Employment Contract Templates — 2023 Reform

Updating a foreign manufacturer's Uzbek employment contract templates to comply with the April 2023 Labour Code reforms — fixed-term contract justification, remote work provisions, and electronic record requirements.

Employment · Uzbekistan · Technology

Remote Work Agreements — IT Company

Drafting remote work agreements for a foreign IT company's Uzbek employees under the 2023 remote work framework — equipment obligations, data protection, working time monitoring, and on-site attendance conditions.

Employment · Uzbekistan · Corporate

Senior Management Contracts — JV

Drafting senior management employment contracts for a joint venture's Uzbek operations — performance bonus structures, change of control provisions, and post-termination obligations under Uzbek law.

Employment · Uzbekistan · Construction

Fixed-term Contract Analysis — Construction

Advising a construction company on the use of fixed-term contracts for project workers in Uzbekistan post-2023 reforms — identifying which positions qualify for fixed-term treatment and restructuring non-compliant arrangements.

Employment · Uzbekistan · Turkey

HR Contract Package — Turkish Manufacturer

Drafting a full suite of employment contract templates for a Turkish manufacturer's Uzbek entity — standard, management, and fixed-term variants compliant with the 2023 Labour Code framework.

Employment · Uzbekistan · Technology

Non-compete Advisory — Technology Sector

Advising on post-employment restraint provisions in Uzbek employment contracts — structuring enforceable confidentiality and IP assignment provisions within Uzbek law limitations.

Why Bond Stone

Uzbekistan — International Financial Centre (Not Yet Operating)

Tashkent International Financial Centre (TIFC)

TIFC Acts may regulate labour relationships within the financial centre once it is activated. Bond Stone is monitoring the TIFC employment framework as those Acts are published.

Tashkent International Financial Centre — full guide →

Primary authority: lex.uz

Discuss your Uzbekistan employment matter

Contact Bond Stone for a confidential discussion about employment contracts in Uzbekistan.

info@bondstonelaw.com
+7 (701) 729 76 72 — Almaty

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